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RESEARCH
PROPOSAL
ON
PERFORMANCE
EVALUATION AND ITS EFFECT ON PERSONNEL EFFECTIVENESS (A CASE STUDY OF AFRICA
INDEPENDENT TELEVISION (AIT), ABUJA)
BY
THE OTHER WOMAN IN
MARRIAGE
REG: NO. 07069373637
GROUP ‘A’
DEPARTMENT: BUSINESS ADMINISTRATION,
FACULTY: MANAGEMENT SCIENCE
UNIVERSITY
OF ABUJA.
Submitted; 2015
Abstract
This research proposal on “Performance
evaluation and its effect on personnel effectiveness” is very important as far
as the attainment of the organizational objective is concerned. Particularly in
enhancing the employee’s effectiveness.
The study intends to determine the extent to
which performance evaluation has been used to motivate workers towards the attainment
of organizational goals and to examine the various systems of performance
appraisal and reporting.
In the course of this proposed research, the
data collection methods will be primary and secondary sources. The primary data
collection source comprise of oral interview and administration of
questionnaire while the secondary source comprise of company’s records, articles
and textbooks. The data to be collected will be interpreted using statistical
tools and tables such as percentage and chi-square formular which will be used
to test the validity of the hypothesis. Interview and questionnaires will be
administrated to make findings about the following:
i.
Categories of employees that
exist in Africa Independent Television.
ii.
Their age differences, sex and the
number of years spent to acquire the desired experience.
iii.
Also, who does the performance
evaluation in the organization
iv.
The effect of performance
evaluation on the personnel effectiveness and achieving the organizational
goals
v.
The reaction of the appraise and
the appraiser during the exercise
BACKGROUND OF THE STUDY
Although performance evaluation and
performance appraisal are being used inter-changeably, what differs is that
performance evaluation represents a single or two unit(s) while performance
appraisal represents the entire management. It is good for the researcher to
highlight on what performance is. Performance is the consistent ability to
perform a particular job over a prolonged period of time
(www.theotherweomaninmarriage.blogspot.com). Then how the performance is judged and
how the subordinate know that he or she is performing or not are attempted
through performance appraisal. It is a very difficult task that managers will
not run away from.
Performance evaluation has to do with
appraising staff performances and results objectively against previously agreed
standards and targets. It is based on guidelines given to the employees by the
management of what is expected of them in terms of organization’s objectives.
Goals should be set for the employees and evaluation be based on these goals.
These opportunities should include economics, social and cultural settings of
the environment. The supervisor must let his subordinates know what is expected
of them, what constitutes good performance and unsatisfactory performance. He
should use these standards of good and poor performance to let the employees
know whether or not their past performance on the job need improvement.
Two trends stand out in the modern
attitude toward evaluation. First, evaluation has to come to be expected as a
regular accompaniment to rational social-action programs and second, there has
been a movement towards demanding more systematic, rigorous and objective
evidence of success. The application of social action programs has come to be
called evaluation research.
Important value of performance
evaluation is that it puts a check on the success of recruitment, selection and
placement. When personnel stock is taken, the need will be determined for the
type of recruitment needed. New employees in the organization are placed on
specific jobs after going through the normal orientation and possibly induction
courses. Based on the opportunities before the employees, the success of
recruitment and placement will be known.
The evaluation approach seeks to
identify area(s) where corrective measures should be adopted, performance
evaluation guides management to understanding its staff strength and weakness.
This understanding should be used to build on the strength and determination of
the employees which helps to determine the type of development needed for
effective job performance. Actual evaluation should reflect the staff
punctuality and attendance to the job and problems, in this area, it can be
effectively handled by good appraisal system.
PROBLEM
STATEMENT
Most organization, be it government
owned or private owned, small scale business or large scale business operate
with performance evaluation under a corporate objective-it holds on an
organization to take into cognizance the individual contribution of employees
towards attaining the corporate objective or goal.
This proposed research work –“performance
evaluation and its effect on personnel effectiveness” attempts to determine the
ways by which organizations especially the Africa Independent Television (AIT) evaluates
the performance of their employees and how it affects the workers
effectiveness.
The problems are under the following
headings and they are as follows:
(a)
Inadequate communication between a superior and subordinate.
(b)
Technical know-how
(c)
Bias attitude of supervisors towards the evaluation system
(d)
Personnel Administration strategy
(e)
Inadequate provision of Trainings
(f)
The level of motivation of the employees.
AIM AND
OBJECTIVES
In essence, this proposed research
work is aimed to serve certain significant role in relation to individual or
group of individuals or a particular event-the way and manner the study
influences significantly their attitude.
In view of this, and on the premise
that organization’s effectiveness and personnel efficiency depends largely on
its laid down performance evaluation system, this research will be significant
to both
(i)
The management
(ii)
The labour (Employees)
The proposed research work which will
be carried on Africa Independent Television is necessary to find out the
effects of its performance evaluation on the employee’s efficiency. More so, it
is aimed to help management attain greater height in efficiency and
productivity. This study is also intended to help the today’s managers and the
likes overcome the challenges posed by improper performance evaluation system
administration in an organization.
Conclusively, it is hoped therefore that
the result of this proposed research work will serve a significant role in
shaping the organization’s performance appraisal formulation and
implementations towards the attainment of the overall organizational objective,
and also to help other beneficiaries in other related areas of human endeavour.
RESEARCH HYPOTHESIS
For valid and effective work on the
topic in focus, the following key research hypothesis would be addressed in the
course of research.
There are two types of hypothesis,
the Null hypothesis that takes the negative form and the Directional hypothesis
that takes the positive form.
Let H0
stands for Null hypothesis
Let H1
stands for Directional hypothesis
H0
performance evaluation if well conducted will not lead to personnel
effectiveness.
H1
performance evaluation if well conducted will lead to personnel effectiveness.
H0
Performance evaluation does not help in career development.
H1
performance evaluation help in career development.
H0
Immediate supervisions are not in the best position to appraise their
subordinates
H1 immediate supervisors are in the
best position to appraise their subordinates.
H0 Performance evaluation do not
act as motivational tool to employees.
H1 performance evaluation acts as
motivational tools to employees.
SCOPE OF STUDY
The proposed research work
“performance evaluation and its effect on personnel effectiveness” will cover
all areas of performance evaluation in organizations but the emphasis is on Africa
Independent Television (AIT), Asokoro, Abuja.
LITERATURE
REVIEW
Essentially, performance evaluation or appraisal is the assessment
of the employee within an organization in terms of progress made towards
pre-determined objectives or standards within a specified period of time.
A.M. Salisu in his book “modern approach to personnel management”
(2003) states that performance evaluation is an inevitable way in which
organizations are structured and job designed. This is done whether or not
there is a formal evaluation programme. Performance appraisal provides feedback
to individual in order to help them improve their performance.
Ugbo O.I. (2010) views performance appraisal as a review of
the employee’s performance based on the objective of the organization. He said
it measures the strengths and weakness of the employees and on the basis of
this appropriate remedial action such as training can be undertaken.
Tayo Oluwaseyi (2012) in support of Ugbo’s view says that appraisal reports
should help in identifying areas of weakness or deficiencies which would then
serve as a basis in initiating training and development weakness programmes
that could help in removing weakness.
Though Ugbo (2010) agreed that performance appraisal involved a
discussion of employee’s areas of strength and weakness, he warned that
emphasis should not be laid on the weak point since it may demoralize the
subordinate.
PERFORMANCE
EVALUATION AND APPRAISAL DEFINED
Onoruke, O.G. (2008) defined performance appraisal as
a continuous process of feeding back to a subordinate information about how
well he is performing his work in an organization. According to Graham, H.T. in
Onoruke’s book (2008) defines performance appraisal as the judgment of an
employee’s performance in his job based on other considerations than
productivity alone.”
Frankie D. S. (2011) defined performance appraisal as
the systematic evaluation of the individual with respect to his performance on
the job and his potential for development.
RESEARCH METHODOLOGY
This section describes the research design area of research work
intended to be carried out, population of the study, sample and sampling
procedure / technique, instrument for data collection, method of data
collection and method of data analysis.
The proposed research will be carried out predominately on Africa
Independent Television (AIT), Abuja and it is on this organization that the
data will relate.
The type of research design that will be used in this proposed
research work is descriptive survey. This descriptive survey will be used on
the research work “performance evaluation and its effect on personnel
effectiveness” (A case study of Africa Independent Television (AIT). The real
descriptive nature of this proposed research work will give objective at the
end of the research.
The instrument
for data collection will be interview and questionnaire as well as
contributions from various writers on performance appraisal.
PURPOSE OF
RESEARCH
The purpose of this research work is
to determine the extent to which performance evaluation has been used to
motivate the employees of Africa Independent Television (AIT) towards improved
productivity and also to examine the system of performance evaluation in the
organization as well.
This study also intends to identify
how much the employees of Africa Independent Television both managers and
subordinates regard performance evaluation as a very important motivational
tools that helps in improving workers effectiveness and efficiency in order to
achieve organizational goals. The purpose or goal could be achieved by
measuring the performance of employees against previously agreed standard and
objectives.
SAMPLE AND
SAMPLING PROCEDURE TECHNIQUE
In determining the sample size, selected persons who will be
administered with questionnaires and interview will be done by simple random sampling
without replacement. To get the opinion of the cross section of the workers, I will
divide the working population into various grades i.e senior staff level,
supervisory staff level and junior staff level.
METHOD
OF DATA COLLECTION
The researcher will take cognizance of the descriptive nature of
the proposed research work and will apply the completion of the project. The
main methods of data collection that will be considered will be primary and
secondary data.
PRIMARY SOURCE: Data on this source will be
collected through the staff of African Independent Television (AIT), Abuja
through the administration of questionnaire and oral interviews.
The questionnaires will be a combination of mostly multiple choice
i.e closed ended questions with few opened ended questions to give respondents
an opportunity to give their personal opinion. Multiple choice questions will present
a list of possible answers from which respondents will choose from.
SECONDARY SOURCE: This refers to those sources of
information that have been assembled by others and therefore readily available.
It could also be seen as information which had already been collected and
published by another person or organization. The secondary data which will be used
in this proposed research work will include company’s records, journals,
magazines, text books, newspapers published and unpublished, lecture notes and
previous research works.
The researcher will make extensive use of different libraries
within and outside Abuja for relevant materials.
METHOD OF DATA ANALYSIS
The method of data presentation which will be used by the
researcher is the tabular method and percentages. The tabular method involves
the systematic arrangement of facts and figures in series of boxes made up of
rows and columns. The percentage will show relative values of responses in
percentages and the researcher intends to use Chi-square (X2) formular in testing the validity of the
hypothesis.
INSTRUMENT FOR THE DATA COLLECTION
The collection of data is the most crucial operation in the
execution of a research because such data are necessary for arriving at the
solution of the problem proposed to be investigated. The instrument for data
collection will be interview and questionnaire as well as contributions from
various writers on performance appraisal. The data to be used to carry out this
research will be based on 2015 staff strength of Africa Independent Television,
Abuja.
SUMMARY AND
CONCLUSION
Based on the above, when the proposed research work is concluded,
the researcher will be able to summarize his/her finding, make recommendation, proffer solution where necessary etc.
REFERENCE
Ugbo, O. I. (2010): Human
Resources Management II, The Other Woman In Marriage Blog, Abuja, Nigeria.
Frankie, D.S. (2011) Personnel;
The Management of people work, third edition, Macmillan Publishing Co; Inc New
York Collier Macmillan Publishers London.
Salisu, A.M. (2003) Modern
Approach to Personnel Management, Adson Education Publishers.
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